You will own how PSS hires its own people, from junior recruiters to senior leaders. You will set the internal hiring strategy, headhunt and personally close leadership roles, and keep a constant flow of interviews at junior levels so we always have strong options ready. You will also run day-to-day HR operations and admin through a small team.

Key responsibilities

Leadership and senior hiring (hands-on)

- Personally own and close senior and leadership roles, such as BD managers, account managers and team leads for technology, finance and operations hiring.
- For each role, map where the right talent sits – competitor staffing firms, RPO providers, executive-search boutiques and in-house TA teams – and choose the right channels: direct headhunting, LinkedIn, industry networks, referrals, alumni and targeted portal searches.
- Build target-company lists and talent maps, approach passive candidates, and sell the PSS opportunity convincingly.
- Close leadership roles within agreed timelines, with clear updates to the Founder at each stage.

Hiring strategy and workforce planning

- Build the internal hiring plan with the Founder: which roles are needed, when, and through which channels.
- Forecast monthly needs from new mandates, growth plans and expected attrition; plan ahead rather than react.
- Track what works by role and channel, and shift effort and spend accordingly.

Constant interview flow at junior levels

- Keep a steady weekly flow of interviews for recruiters,



coordinators and support roles, whether or not a seat is open.
- Maintain warm pipelines of pre-screened candidates for critical roles, so exits and new mandates are covered quickly.
- Run referral, campus, fresher, alumni and walk-in channels to keep that flow going.

Selection, quality and retention

- Set a consistent selection process with role-fit assessments (sourcing task, calling test, communication check), and screen for stability.
- Drive offer-to-join conversion and reduce joining drop-outs and early attrition.
- Build PSS's employer brand as the place to grow a recruitment career.

Team leadership

- Lead, coach and set targets for the internal recruiting team and the HR Ops & Admin executive.
- Report weekly on leadership-role progress, interview flow, pipeline health, time-to-fill and joining status.

HR operations and admin

- Own onboarding and induction so new joiners are productive in their first week.
- Oversee employee records, attendance and leave, and share monthly payroll inputs with the finance team.
- Manage exits – resignations, exit interviews, handovers, full-and-final inputs – and use exit data to fix why people leave.
- Draft, update and communicate HR policies; handle employee queries and grievances fairly.
- Run engagement and retention efforts: recognition, recent-joiner check-ins and team events.
- Supervise office administration, facilities, vendors and supplies.

📌 Manager, Talent Acquisition & HR (Internal) (Delhi)
🏢 PEOPLE STAFFING SOLUTIONS
📍 Delhi